Thesis (M.P.A.)--University of Hong Kong, 1990.

Thesis (M.P.A.)--University of Hong Kong, 1990. / Also available in print.

Thesis (M.Soc.Sc.)--University of Hong Kong, 1987. / Also available in print.

published_or_final_version / Public Administration / Master / Master of Public Administration

This study attempts to discover the major factors which promote or hinder the growth of trade unionism among white-collar workers, particularly those employed in manufacturing Industries, in Great Britain. Chapter I simply discusses the reasons for undertaking such a study, a few of the methodological and conceptual problems which arise, as well as the nature of the techniques and the analytical framework used in the study. Chapter II is concerned with the pattern of white-collar employment in Britain and reveals how the composition of the labour force is changing. Already almost four out of ten workers are white-collar employees, and it is probable that by the 1980's they will outnumber the manual workers. Clearly, if the trade union movement is to continue as a dynamic and effective force in British society, it must recruit these white-collar workers. The extent to which the trade union movement has already done this is considered in Chapter III. In particular, it assembles the data on the dependent variable of this study - the occupational and industrial pattern of white-collar unionism in Britain. The pattern reveals that there are considerable variations in the degree of white-collar unionism from one industry and occupation to another. All the remaining chapters analyse the factors which this study considers worthy of examination in searching for an explanation of this pattern. Chapter IV considers the socio-demographie characteristics of white-collar workers. Chapter V examines the white-collar workers' economic position, while Chapter VI analyses their work situation. The role which trade unions and employers play in union growth is explored in Chapters VII and VIII respectively, while the influence of the government and the social climate is investigated in-Chapter IX, Chapter X draws the various parts of the analysis together and tries to produce a few generalisations regarding the growth of white-collar unionism. The gist of these chapters can be briefly summarised. No significant relationship was found between the aggregate pattern of white-collar unionism and any of the following factors: (a) such socio-demographic characteristics of white-collar workers as their sex, social origins, age, and status; (to) such aspects of their economic position as earnings, other terms and conditions of employment, and employment security; (e) such aspects of their work situation as the opportunities for promotion, the extent of mechanisation and automation, and the degree of proximity to unionised manual workers; and (d) such aspects of trade unions as their public image, recruitment policies, and structures. While the evidence regarding some of these factors was not sufficiently reliable to permit them to be discounted completely, it was satisfactory enough to reveal that at most they have been of negligible importance. But the gist of these chapters is not entirely negative. The aggregate pattern of white-collar unionism was found to be significantly related to the following factors: employment concentration, union recognition, and government action. The relationship between these key independent variables and between them and the dependent variable can be usefully summarised in a two-equation descriptive model. D = f (C,E) (1) R = g (D,G) (2) where D = the density of white-collar unionism; C = the degree of employment concentration; R = the degree to which employers are prepared to recognise unions representing white-collar employees; and G = the extent of government action which promotes union recognition. The first equation specifies that the density of white-collar unionism is a function of the degree of employment concentration and the degree to which employers are prepared to recognise unions representing white-collar employees. The more concentrated their employment the more likely employees are to feel the need to join trade unions because of "bureaucratisation", and the more easily trade unions can meet this need because of the economies of scale characteristic of union recruitment and administration While employment concentration is a necessary condition for the growth of white-collar unions, it is not a sufficient condition. Employers must also be prepared to recognise these unions. The greater the degree to which employers are prepared to do this the more likely white-collar employees are to join unions. For they are less likely to Jeopardise their career prospects by joining, they can more easily reconcile union membership with their "loyalty" to the company, and they will obtain a better service because their unions will be more effective in the process of job regulation. The first independent variable makes white-collar employees predisposed towards trade unions, while the second makes union membership practical and attractive. But the degree to which employers are prepared to recognise unions representing white-collar employees is to some extent dependent upon the membership density of these unions. This is why the second equation is necessary. It specifies that the degree of recognition is a function of the density of white-collar unionism and the extent of government action which promotes union recognition. Employers generally do not concede recognition to a union before it has at least some membership. The only exception to this is when employers recognise a union prior to it having obtained any membership in order to encourage its growth at the expense of other "less desirable" unions. Even in these cases, recognition is at least partly a function of membership density - that of the "less desirable" unions* But while a certain density of membership is a necessary condition for any degree of recognition to be granted, the findings of this study suggest that it is generally not a sufficient condition. The industrial strength of white-collar unions, as determined by the size of their membership and their willingness and ability to engage in industrial warfare, has generally not been sufficient in itself to force employers to concede recognition. This has also required the introduction of government policies which have made it easier for unions to exert pressure for recognition and harder for employers to resist it. The model is claimed to give an adequate explanation of the growth of aggregate white-collar unionism in Britain, and, in addition, to have some important implications for research on this subject as well as for the function of unions in modern industrial society, and the future growth of white-collar unionism.

Orientador: Florence Kerr-Corrêa / Coorientador: Sumaia Inaty Smaira / Banca: Vera Lúcia Garcia / Banca: Janaina Barbosa de Oliveira / Resumo: Introdução: Estima-se que, no Brasil, 80% da atenção aos usuários de álcool, crack e outras drogas ocorrem em Comunidade Terapêuticas (CTs) e é por este motivo que as políticas de enfrentamento ao uso nocivo de álcool, crack e outras drogas, e o Programa "Crack, é possível vencer", reconhecem a importância deste dispositivo. A expansão do número de CTs e a diversidade de constituição da equipe e métodos utilizados levaram a SENAD, em parceria com FMB-UNESP, a organizarem um curso para trabalhadores de CTs. Objetivo: Identificar os fatores associados à adesão de profissionais, terapeutas, voluntários, gestores e líderes de Comunidades Terapêuticas a um curso de capacitação a distância. Métodos: Trata-se de um estudo longitudinal, de avaliação quantitativa de 7.572 alunos matriculados no curso que consentiram em participar desse estudo, entre dezembro de 2013 e julho de 2014. Foi utilizado um questionário específico para a obtenção dos dados. Resultados: Dos 7.572 alunos 2.963 (39,1%)abandonaram o curso.Quanto à adesão, neste estudo 4.609 (60,9%) dos alunos concluíram o mesmo.A taxa de concluintes entre os trabalhadores de CT foi de 64,9% (N= 2.384) contra 57,1% dos demais alunos (p<0,001). A posição profissional na CT influiu na adesão e certificação: 70,1% dos gestores foram certificados, 66,4% dos funcionários e 61,8% dos voluntários. No modelo final de regressão logística, o desfecho abandono se associou aos seguintes fatores: cor negra/parda (para todos os alunos); nunca ter utilizado a plataforma Moodle, não ter realizado nenhum curso de atualização em dependência química nos últimos dois anos e ser proveniente da região Centro Oeste (apenas para alunos que não eram de CT) e não ter realizado o curso de "Prevenção ao uso indevido de drogas: curso de capacitação para conselheiros municipais" (apenas para alunos que trabalhavam em CTs), ao passo que o desfecho... / Abstract: Introduction: It is estimated that in Brazil 80% of the care to people with alcohol, crack and other drugs problems take place in Therapeutic Communities (TC), hence the importance given to this type of facility by alcohol and other drugs policies drugs, especially the Program "Crack - we can win".The expansion of the number of TCs in Brazil and the diversity of its staff constitution and approaches led SENAD, in partnership with FMB-UNESP, to organize a training course addressed to managers, workers and volunteers connected with TCs. Objective: To identify factors associated with adherence to a free online course aimed at training professionals, therapists, volunteers, managers and leaders of TCs dealing with alcohol, crack and other drugs dependents. Methods: This is a longitudinal evaluation, quantitative study of 7,572 students enrolled in the training course who agreed to participate, between December 2014 and July 2015 Results: Out of the 7,572 enrolled subjects, 2,963 (39.1%) withdrew before the final exam and 4,609 (60.9%) did the final exam. The rate of completion among those working in a TC was 64.9%, as compared to 57.1% among other enrolled students (p<0.001). Professional status was significantly associated with completion rate: 70.1% of managers, 66.4% of other workers and 61.8% of volunteers completed the course. In the final logistic regression model, Outcome withdrawal was associated with the following factor: Black/Brown color (all subjects), never had used Moodle, not having had any continuing education course on substance use in the last two years and being from the Center West Region (only for subjects not connected with a TC) and not having completed a training course on "Substance use prevention - a course for county counsellors" (only for those working in TCs) whereas Outcome final exam was associated with age (36 years and over, for all enrolled students). Conclusion: It can be concluded that being a TC ... / Mestre

Physical activity is now a key strategy for preventing or minimising numerous chronic diseases. Worksites are an ideal location to promote regular physical activity. For workers, a large portion of waking hours is spent at work where numerous opportunities exist to accumulate physical activity. Consequently, the aims of this thesis were to: 1) systematically review worksite physical activity literature, especially in the New Zealand context; 2) identify the contribution of worksite activity to total activity levels, and the correlates contributing to physical activity levels for professional occupations; and 3) objectively measure physical activity changes with point of decision prompt visibility in professional worksites. Accordingly the thesis incorporated one systematic review and two separate studies.Effect sizes calculated in an analysis of previous worksite physical activity health promotion studies show inconclusive evidence for increased employee retention and job satisfaction, and no evidence of reduced absenteeism or productivity increases. A major criticism of worksite research is that many unvalidated and unreliable designs are used, limiting study efficacy. Research initiatives need to identify the determinants of physical activity for different occupations, ethnicities, and gender in New Zealand worksites.Study 1 (N=56) consisted of participants wearing two pedometers over a three-day block, and subsequently completing a Three-Day Physical Activity Recall (3DPAR). A moderate, positive Spearman correlation (r=0.28) existed between the METs (3DPAR) and total pedometer values. Contributions of (mean + SD)worksite (14 283 +4761), non-work (12 516 +4 172), and total (26 798 +8 933) pedometer values were analysed. The sample was divided into tertiles according to total step counts. The high activity group (HAG) achieved more physical activity outside the workday (56%) when compared to the lowest activity group (LAG) (29%). Physical activity correlates were identified using binary logistic regression and simple correlation analyses. Relationships between physical activity and active transport, manual work, sport and exercise, and individual exercise were shown.Study 2 evaluated the National Heart Foundation (NHF) point of decision prompts for increasing physical activity levels in professional worksites. Forty-six participants (27 men and 19 women) wore two pedometers for three days, over four occasions to monitor changes in physical activity. The study was a crossover design with Worksite 1 receiving the treatment for three weeks, followed by a six-week wash out period, then a three-week control. Worksite 2 was given the control prior to the treatment period. Results indicate that the NHF point of decision prompts were ineffective at increasing objectively measured work and total physical activity levels, showing trivial positive (0.04) to moderate negative Cohen effect sizes (-0.79). When point of decision prompts were visible in the worksites overall mean step counts decreased. On the basis of these findings, the NHF's point of decision prompts had no effect, or were potentially detrimental to physical activity.Nevertheless, both studies were limited by some traditional worksite design problems, including low participation and sample contamination. However, by incorporating an objective measure of physical activity (pedometers) and a robust study design, these findings are the first objective measures of worksite physical activity, and the effects of point of decision prompts in a confined sample.

Thesis (M. P. A.)--University of Hong Kong, 2007. / Title proper from title frame. Also available in printed format.

published_or_final_version / Social Work and Social Administration / Master / Master of Social Sciences

Physical activity is now a key strategy for preventing or minimising numerous chronic diseases. Worksites are an ideal location to promote regular physical activity. For workers, a large portion of waking hours is spent at work where numerous opportunities exist to accumulate physical activity. Consequently, the aims of this thesis were to: 1) systematically review worksite physical activity literature, especially in the New Zealand context; 2) identify the contribution of worksite activity to total activity levels, and the correlates contributing to physical activity levels for professional occupations; and 3) objectively measure physical activity changes with point of decision prompt visibility in professional worksites. Accordingly the thesis incorporated one systematic review and two separate studies.Effect sizes calculated in an analysis of previous worksite physical activity health promotion studies show inconclusive evidence for increased employee retention and job satisfaction, and no evidence of reduced absenteeism or productivity increases. A major criticism of worksite research is that many unvalidated and unreliable designs are used, limiting study efficacy. Research initiatives need to identify the determinants of physical activity for different occupations, ethnicities, and gender in New Zealand worksites.Study 1 (N=56) consisted of participants wearing two pedometers over a three-day block, and subsequently completing a Three-Day Physical Activity Recall (3DPAR). A moderate, positive Spearman correlation (r=0.28) existed between the METs (3DPAR) and total pedometer values. Contributions of (mean + SD)worksite (14 283 +4761), non-work (12 516 +4 172), and total (26 798 +8 933) pedometer values were analysed. The sample was divided into tertiles according to total step counts. The high activity group (HAG) achieved more physical activity outside the workday (56%) when compared to the lowest activity group (LAG) (29%). Physical activity correlates were identified using binary logistic regression and simple correlation analyses. Relationships between physical activity and active transport, manual work, sport and exercise, and individual exercise were shown.Study 2 evaluated the National Heart Foundation (NHF) point of decision prompts for increasing physical activity levels in professional worksites. Forty-six participants (27 men and 19 women) wore two pedometers for three days, over four occasions to monitor changes in physical activity. The study was a crossover design with Worksite 1 receiving the treatment for three weeks, followed by a six-week wash out period, then a three-week control. Worksite 2 was given the control prior to the treatment period. Results indicate that the NHF point of decision prompts were ineffective at increasing objectively measured work and total physical activity levels, showing trivial positive (0.04) to moderate negative Cohen effect sizes (-0.79). When point of decision prompts were visible in the worksites overall mean step counts decreased. On the basis of these findings, the NHF's point of decision prompts had no effect, or were potentially detrimental to physical activity.Nevertheless, both studies were limited by some traditional worksite design problems, including low participation and sample contamination. However, by incorporating an objective measure of physical activity (pedometers) and a robust study design, these findings are the first objective measures of worksite physical activity, and the effects of point of decision prompts in a confined sample.